We’re pleased to report that Council continues to meet our obligations under the Gender Equality Act 2020, to work towards meaningful gender equality through our 2021–25 Gender Equality Action Plan (GEAP).
Highlights from our first progress report included the successful elimination of the gender pay gap; a strengthened zero-tolerance approach to sexual harassment, supported by enhanced reporting, training, and behavioural standards; and a strong representation of women in leadership, and a near-balanced Council.
And it’s so pleasing that our commitment extends to supporting employees beyond the workplace. Council has bolstered family violence support mechanisms, with specialist training, dedicated contact officers, and enterprise-level entitlements, as well as expanded family and caring arrangements, featuring enhanced parental leave, increased use of carer’s leave, and a comprehensive flexible-hybrid work policy reflecting evolving needs. These efforts further reinforce our focus on creating a respectful, supportive, and inclusive workplace.
Over the coming months, our focus turns to completing the next gender audit and delivering our final progress report to the Commission for Gender Equality in the Public Sector—both critical for maintaining transparency and alignment with our GEAP commitments.
We’ll also begin planning for our next action plan covering 2026–30, which is due to be submitted by 1 May 2026, ensuring that our momentum continues into the years ahead.